How to fill the position that only few specialists in the market can do

What if your client tells you in the very first meeting that only a handful of people in the entire country have the expertise they need?

That was exactly the challenge we received. A leading regional energy and district heating company was looking for a Business Development Manager for Energy Services with experience in Ancillary Services (Frequency Reserve Services – FRS).

The client is much more than a district heating provider. It actively contributes to the transformation of its city by delivering integrated energy solutions, developing smart infrastructure and supporting electric mobility. The company is expanding its EV charging network, investing in sustainable projects and introducing innovations that improve the everyday lives of thousands of residents. With more than 400 employees, it plays a key role in the region’s development.

A recruitment challenge many would have turned down

The client wanted to strengthen its Ancillary Services business and needed the right person to lead this area. It is a highly specialised field focused on maintaining the balance between electricity generation and consumption to ensure the stability of the power grid.

The position itself was newly created. The ideal candidate needed both a strong background in the energy sector and practical experience with Ancillary Services. Professionals combining these skills are exceptionally rare and can almost be counted on one hand.

“During my first meeting with the Production Director, I was told that there were probably only around ten people in the Czech Republic capable of doing this job. It was immediately clear that this would be a real challenge,” recalls Radka Kurková, HR Consultant.

Understanding the market came first

Before approaching candidates, we first needed to gain a deep understanding of Ancillary Services. Without knowing the market and its specifics, we would not have been able to identify professionals who truly matched the client’s requirements.

Our approach consisted of three steps:

1. Learning the industry
We thoroughly familiarised ourselves with Ancillary Services, the technical background of the role and the expertise required for success.

2. Direct Search
Instead of relying on job advertisements, we directly approached ten carefully selected professionals who matched the client’s highly specific requirements.

3. Thorough candidate assessment
We evaluated each candidate’s technical expertise, motivation and interest in joining a newly established role. Ultimately, we presented two candidates to the client. Both accepted the invitation to interview.

The recruitment process moved quickly

“Within approximately one month, we had already introduced several candidates to the client, and one of them met every expectation. The interview process moved very quickly, and within six weeks the successful candidate had signed the offer,” says Radka Kurková.

Today, that candidate is a valued member of the client’s team, working in a field mastered by only a handful of professionals.

A limited talent pool does not mean an impossible search. Even highly specialised positions can be successfully filled—sometimes faster than you might expect.

If you’re facing a similar recruitment challenge, we’d be happy to help.